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All Journal Jurnal Konseling dan Pendidikan Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta Jurnal Psikologi Teori dan Terapan Jurnal Ilmu Keluarga dan Konsumen GEMA EKONOMI STI Policy and Management Journal Jurnal Muara Ilmu Sosial, Humaniora, dan Seni ANIMA Indonesian Psychological Journal Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) PUBLIKA : Jurnal Ilmu Administrasi Publik Jurnal Locus Penelitian dan Pengabdian Psyche 165 Journal Prosiding Seri Seminar Nasional Journal of Social And Economics Research Makara Human Behavior Studies in Asia Innovative: Journal Of Social Science Research JIM: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah Liberosis: Jurnal Psikologi dan Bimbingan Konseling El-Mujtama: Jurnal Pengabdian Masyarakat Asian Journal of Social and Humanities journal of social and economic research Jurnal Serina Abdimas

P. Tommy Y. S. Suyasa

Fakultas Psikologi Universitas Tarumanaga, Jakarta

Author-ID : 5304002

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PERILAKU KERJA INOVATIF DITINJAU DARI MODAL PSIKOLOGIS, TUNTUTAN KERJA, DAN SUMBER DAYA PEKERJAAN Suci Fadhla Hasanah; P. Tommy Y.S Suyasa; Fransisca Iriani Dewi
Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Vol 3, No 2 (2019): Jurnal Muara Ilmu Sosial, Humaniora, dan Seni
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmishumsen.v3i2.3353.2019

Penelitian ini membahas mengenai hubungan modal psikologis, tuntutan kerja, sumber daya pekerjaan dan perilaku kerja inovatif pada widyaiswara. Tujuan dari penelitian ini adalah untuk melihat variabel mana antara modal psikologis, tuntutan kerja, sumber daya pekerjaan, yang menjelaskan perilaku kerja inovatif. Partisipan pada penelitian ini adalah Widyaiswara pada Kementerian Kesehatan. Berdasarkan path analysis, hasil penelitian menunjukan bahwa perilaku kerja inovatif paling dijelaskan oleh sumber daya dalam pekerjaan (job resource) sebesar (r= 0.241, p < 0.01). This study discusses the relationship between psychological capital, job demands, job resources and innovative work behavior in widyaiswara. The purpose of this study is to see which variables between psychological capital, job demands, job resources in explaining innovative work behavior. Participants in this study were Widyaiswara at the Ministry of Health. Based on the path analysis, the results of the study show that the most innovative work behavior is explained by job resource of (r = 0.241, p <0.01).

UJI VALIDITAS ISI TARUMANAGARA CAREER DECISION SELF-EFFICACY SCALE Jessyca Jessyca; P. Tommy Y. S. Suyasa
Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Vol 5, No 1 (2021): Jurnal Muara Ilmu Sosial, Humaniora, dan Seni
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmishumsen.v5i1.9987.2021

In the process of career decision making, being confidence in the chosen career (career decision making self-efficacy [CDMSE]) is the final stage also an important construct to be success in career. Since adolescents, especially in high school, students is required to choose a field of specialization which is the beginning of their future career decision. It is important for teenagers to have confidence in their chosen career so that they’re motivated to explore further their choice and success in it. The aim of this research is to provide recommended scale that can be used in career decision making self-efficacy’s research. The test development is carried out through content validation study by referring to the selected scale from systematic review method. Content validation study is done through expert judgment. Some of the modifications include the adjustment to language/grammar, culture, meaning, type of scaling method, and dimensions also items based on the career decision making self-efficacy’s case/problem in Indonesia, especially for adolescence in high school. The result of this study recommended measuring instrument named Tarumanagara Career Decision Self-Efficacy Scale (Tarumanagara CDSES). This scale consists of 30 items, includes five items of Occupational Information dimension, five items of Goal Selection dimension, four items of Self-Appraisal dimension, three items of School Achievement dimension, four items of Problem-Solving dimension, five items of Social Support dimension, and four items of Planning dimension. Dalam proses keputusan karir, keyakinan terhadap karir yang akan dipilih (career decision making self-efficacy [CDMSE]) adalah tahap akhir dan merupakan konstruk yang penting dalam kesuksesan karir. Remaja, dalam hal ini sejak jenjang pendidikan SMA telah dituntut untuk memilih bidang peminatan yang merupakan awal proses keputusan karir di masa depan. Penting bagi remaja untuk memiliki keyakinan terhadap karir yang hendak dipilih guna memiliki motivasi untuk mengeksplorasi lebih jauh pilihannya sehingga dapat sukses dalam karir yang dijalani. Tujuan penelitian ini adalah untuk menghasilkan alat ukur yang dapat direkomendasikan untuk digunakan dalam penelitian mengenai konstruk keyakinan terhadap keputusan karir. Pengembangan alat ukur dilakukan melalui studi validitas isi dengan mengacu pada alat ukur terpilih dari hasil tinjauan sistematis. Metode uji validitas isi dilakukan melalui penilaian pakar/ahli. Beberapa modifikasi yang dilakukan adalah penyesuaian tata bahasa, budaya, makna, jenis skala pengukuran, dan butir serta dimensi berdasarkan latar permasalahan keyakinan terhadap keputusan karir di Indonesia, khususnya pada siswa SMA usia remaja. Hasil penelitian merekomendasikan alat ukur Tarumanagara CDSES yang terdiri atas 30 butir dengan rincian lima butir dalam dimensi Occupational Information, lima butir dalam dimensi Goal Selection, empat butir dalam dimensi Self-Appraisal, tiga butir dalam dimensi School Achievement, empat butir dalam dimensi Problem Solving, lima butir dalam dimensi Social Support, dan empat butir dalam dimensi Planning.

GAMBARAN WORK CENTRALITY (STUDI PADA KARYAWAN SWASTA DI JAKARTA) Rizki Dwi Prasetya; Yenike Margaret Isak; P. Tommy Y. S Suyasa
Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Vol 5, No 2 (2021): Jurnal Muara Ilmu Sosial, Humaniora, dan Seni
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmishumsen.v5i2.11819.2021

Work centrality is defined as the extent to which individuals believe that their work plays an important role in their life. This study aims to describe the work centrality of the private employment in Jakarta. Descriptive quantitative was used in this study. The data collection techniques in this study were using snowball sampling and convenience sampling. The participants were 107 private employees in Jakarta. Work centrality was measured using Work Involvement Questionnaire. The results showed that work centrality of the private employees in Jakarta were low. Based on demographic factors, it also shows that the mean value of male gender is lower, but based on other factors, there is a significant relationship to work centrality and the level of education. Work centrality diartikan sebagai sejauh mana individu percaya bahwa pekerjaan mereka memainkan peran penting dalam kehidupan. Penelitian ini bertujuan untuk mengetahui gambaran work centrality pada karyawan swasta di Jakarta. Jenis penelitian ini adalah deskriptif kuantitatif. Teknik pengambilan data dalam penelitian ini adalah menggunakan snowball sampling dan convenience sampling. Subjek pada penelitian ini melibatkan 107 karyawan swasta di Jakarta. Alat ukur yang digunakan dalam penelitian ini adalah kuesioner work centrality yang telah diadaptasi dari Work Involvement Questionnaire. Hasil penelitian ini menunjukkan bahwa gambaran work centrality secara umum pada karyawan swasta di Jakarta cenderung rendah. Berdasarkan faktor demografis juga menunjukkan bahwa nilai rerata pada jenis kelamin laki-laki lebih rendah, namun berdasarkan faktor lainnya terdapat hubungan yang signifikan terhadap work centrality dengan tingkat pendidikan.

PERAN KONTRAK PSIKOLOGIS RELASIONAL DAN TRANSAKSIONAL SEBAGAI PREDIKTOR PERILAKU KERJA KONTRAPRODUKTIF ORGANISASI DAN INTERPERSONAL Ismoro Reza Prima Putra; P. Tommy Y.S. Suyasa; Raja Oloan Tumanggor
Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Vol 4, No 1 (2020): Jurnal Muara Ilmu Sosial, Humaniora, dan Seni
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmishumsen.v4i1.7550.2020

Counterproductive work behavior occured in Indonesia, especially in companies. Companies that have many employees with counterproductive work behavior will have a negative impact on the productivity and business of the company. Counterproductive work behavior can be explained by psychological contracts held by each employee. Therefore, this study has examined the role of relational and transactional psychological contracts as predictors of organizational and interpersonal counterproductive work behavior. Counterproductive work behavior was defined as behavior that violates organizational norms and is detrimental to the organization and the individuals within it. Meanwhile, employee psychological contracts were defined as employee perceptions of behavioral obligations that must be given to the organization. Participants in this study were 378 employees in one company in Jakarta. Counterproductive work behavior measurement tool used a workplace deviance scale with a total of 48 items. Meanwhile, psychological contract measurement tools consist of 33 items. The analytical method that has been used is regression and bootstrapping. The results showed that relational psychological contracts play a negative role in predicting organizational counterproductive work behavior (β = -0.308, p <0.01) and interpersonal (β = -0.307, p <0.01). Meanwhile, transactional psychological contracts play a positive role in predicting counterproductive organizational work behavior (β = 0.199, p <0.01) and interpersonal (β = 0.221, p <0.01). Through the Mann-Whitney U test there were differences in relational psychological contracts (U = 6179.00, p <0.05), organizational counterproductive work behavior (U = 3332.50, p <0.05), and interpersonal counterproductive work behavior (U = 4491.00, p <0.05) between male employees and female employees. Meanwhile, there was no difference in the transactional psychological contract between male and female employees (U = 8321.00, p> 0.05). Implications for theory and practice are discussed. Perilaku kerja kontraproduktif banyak terjadi di Indonesia khususnya di perusahaan. Perusahaan yang banyak memiliki karyawan dengan perilaku kerja kontraproduktif akan memiliki dampak negatif terhadap produktivitas dan bisnis perusahaan. Perilaku kerja kontraproduktif dapat dijelaskan oleh kontrak psikologis yang dimiliki oleh setiap karyawan. Oleh karena itu, penelitian ini menguji peran kontrak psikologis relasional dan transaksional sebagai prediktor terjadinya perilaku kerja kontraproduktif organisasi dan interpersonal. Perilaku kerja kontraproduktif didefinisikan sebagai perilaku yang melanggar norma-norma organisasi dan merugikan organisasi maupun individu di dalamnya. Sementara itu, kontrak psikologis karyawan didefinisikan sebagai persepsi karyawan terhadap kewajiban perilaku yang harus diberikan kepada organisasinya. Partisipan dalam penelitian ini adalah 378 karyawan di salah satu perusahaan di Jakarta. Alat ukur perilaku kerja kontraproduktif menggunakan workplace deviance scale dengan total 48 item. Sementara itu, alat ukur kontrak psikologis terdiri dari 33 item. Metode analisis yang digunakan adalah regresi dan bootstrapping. Hasil penelitian menunjukkan bahwa kontrak psikologis relasional berperan negatif dalam memprediksi perilaku kerja kontraproduktif organisasi (β=-0.308, p < 0.01) dan interpersonal (β=-0.307, p < 0.01). Sementara itu, kontrak psikologis transaksional berperan positif dalam memprediksi perilaku kerja kontraproduktif organisasi (β=0.199, p < 0.01) dan interpersonal (β=0.221, p < 0.01). Melalui uji Mann-Whitney U terdapat perbedaan kontrak psikologis relasional (U=6179.00, p < 0.05), perilaku kerja kontraproduktif organisasi (U=3332.50, p < 0.05), dan perilaku kerja kontraproduktif interpersonal (U=4491.00, p < 0.05) antara karyawan laki-laki dan karyawan perempuan. Sementara itu, kontrak psikologis transaksional antara karyawan laki-laki dan karyawan perempuan tidak terdapat perbedaan (U=8321.00, p > 0.05). Hasil dari penelitian ini, baik secara teori maupun praktik, akan didiskusikan lebih lanjut.

FAKTOR RISIKO PEMUNCULAN AGRESI DAN PELANGGARAN MORAL PADA REMAJA DI LEMBAGA PEMBINAAN KHUSUS ANAK Naomi Soetikno; P. Tommy S. Suyasa; Florencia Irena
Jurnal Bakti Masyarakat Indonesia Vol 2, No 2 (2019): Jurnal Bakti Masyarakat Indonesia
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Remaja yang melakukan pelanggaran hukum seperti berbuat agresi yang mengakibatkan kematian, atau pelanggaran moral seperti perkosaan, maupun penyalahgunaan obat/narkotika dikenakan hukuman yang membawa mereka di Lembaga Pemasyarakatan. Lembaga pemasyarakatan khusus anak atau disebut sebagai Lembaga Pembinaan Khusus Anak (LPKA) berada di berbagai wilayah di Indonesia, salah satunya di Tangerang. Selama di dalam LPKA, anak didik (andikpas) disana masih sering juga melakukan pelanggaran aturan, seperti perilaku agresi, penyebaran terror, dan juga pelanggaran moral. LPKA membutuhkan adanya instrument untuk klasifikasi perilaku andikpas sehingga dapat membantu dalam menentukan tingkat pengamanan dan pengawasan yang diberikan dari tingkat minimum sampai pada maksimun pengamanan. Berpijak dari kebutuhan mitra mengenai adanya instrument yang dapat mengklasifikasikan perilaku pelanggaran andikpasmaka penelitian ini bertujuan untuk mendapatkan infromasi mengenai factor risiko andikpas melakukan pelanggaran agresi dan moral di dalam LPKA. Metode yang digunakan adalah focused group discussion pada petugas dan andikpas. Didapatkan hasil bahwa adanya factor internal dari andikpas yang menjadi factor risiko pemunculan agresi dan pelanggaran moral juga factor eksternal dari petugas, system, aturan, dan pengawasan, dan juga interaksi dengan sesame andikpas.

U JI VALIDITAS ISI (CONTENT VALIDITY) ALAT UKUR KECERDASAN EMOSIONAL TARUMANAGARA Felita Oktaviani; P. Tommy Y. S. Suyasa
PROSIDING SERINA Vol. 1 No. 1 (2021): PROSIDING SERINA III 2021
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

In everyday life, humans can feel various emotions from the events they experience. These emotions include anger, sadness, fear, pleasure, love, surprise, annoyance, and embarrassement. With the existence of various emotions, humans need to have the ability to know and regulate the emotions of themselves and others, as well we utilizing the emotions. These abilities are called the emotional intelligence. Emotional intelligence has an important role in everyday life, including in social, educational, and work contexts. Knowing the importance of emotional intelligence, an emotional intelligence test is needed, especially for Indonesians. This study aims to produce an emotional intelligence test that has a good content validity. Alat Ukur Kecerdasan Emosional Tarumanagara is designed with reference to the emotional intelligence test that has been widely used and has a good reliability, namely the Schutte Self-Report Emotional Intelligence Test (SSEIT). Each item was reviewed by five experts with certain criteria. Based on the expert judgment, there are two items that need to be eliminated because they are considered less relevant to measure emotional intelligence. The result of this study recommends Alat Ukur Kecerdasan Emosional Tarumanagara which consists of 33 items with 10 items measuring emotion perception, 8 items measuring own emotion regulation, 7 items measuring others emotion regulation, and 8 items measuring emotion utilization.

KEGIATAN ASESMEN PADA SEKOLAH MENENGAH PERTAMA X JAKARTA Debora Basaria; P.Tommy. Y.S.Suyasa; Zamralita Zamralita; Hanna Christina Uranus
PROSIDING SERINA Vol. 1 No. 1 (2021): PROSIDING SERINA III 2021
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

The pandemic period brings various impacts in various sectors, one of which is in the field of education. Learning and teaching activities that usually take place face-to-face, now have to take place online. This causes the interaction between teachers and students, even students and their school friends to be limited. When students are still learning offline, students can ask questions and directly discuss with the teacher and their friends about materials that are not understood. However, when online learning is carried out, students become more reluctant to ask questions, are not motivated to attend classes, and find it difficult to focus, this has an impact on students' not optimal performance in academics and makes it difficult for them to recognize their potential. So this activity is intended to help the school and also students.This activity was attended by 139 students and students consisting of several levels, namely grades VII, VIII, and IX. Data collection using NEO-PI, Academic/ Non-Academic Self Concept, and School Inventory measuring instruments. In general, the results show that students at SMP Don Bosco II Jakarta have quite high anxiety and it is known that currently students have the highest interest in foreign language lessons. In addition, it is known that from 139 students 78% already have goals to be achieved and 22% of them still do not have goals to be achieved.

EDUKASI MENINGKATKAN EMOTIONAL INTELLIGENCE UNTUK MEMAKSIMALKAN KINERJA DI TENGAH KONDISI PANDEMI COVID 19 Siti Djauharoh; P. Tommy Y.S. Suyasa
PROSIDING SERINA Vol. 1 No. 1 (2021): PROSIDING SERINA III 2021
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

The effects of the COVID- 19 pandemic have made changes in both behavior and even work systems. One of them is the work was stopped due to regulations imposed by the government for activity restrictions. So that some sectors of work stopped. As a result of this regulation, the situation became uncertain. This causes the company's revenue to decrease. This also makes employees nervous because it is difficult to get projects and they are worried that layoffs will occur. So that their performance is not optimal because they are filled with anxiety thinking about this uncertain situation. Whereas employee performance is one of the factors that determine the effectiveness of the company. Performance is closely related to the quality of work of employees because performance is also determined based on the ability of employees to manage stress. So that the results of the work are not optimal which causes complaints to customers. Even in the midst of this pandemic situation, employees need to make adjustments in the face of the uncertainty of this condition. Community Service Activities at PT X aim to provide knowledge to employees about actions that can be taken to overcome difficulties and uncertainties at work by increasing employees' emotional intelligence. This activity is expected to improve employee performance. This activity was carried out during a pandemic situation so that it was not possible to do face-to-face meetings. As a solution, this activity is finally carried out virtually through the zoom application. The results of the PkM evaluation indicate that this activity has an impact on increasing employee knowledge about how to overcome difficulties and uncertainties at work so that employees can work comfortably and provide their best performance in carrying out their duties. We also hope that this PkM output can help employees have better performance so that it will have an impact on the development of the company for the better.

TETAP ASYIK BEKERJA WALAUPUN REPOT / DIKEJAR DEADLINE: KEPERCAYAAN DIRI DALAM MENYELESAIKAN TUGAS/PEKERJAAN P. Tommy Y. S. Suyasa; Angelina Alvina Ayuprilani; Stephanus Arbi Setyastoro
PROSIDING SERINA Vol. 2 No. 1 (2022): PROSIDING SERINA IV 2022
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

Artikel ini merupakan bahan kegiatan pengabdian masyarakat di Learning Institute X. Berdasarkan penelitian pada beberapa karyawan di Learning Institute X, teridentifikasi bahwa tuntutan dan kerumitan dalam menyelesaikan tugas/pekerjaan berpotensi menurunkan keasyikan kerja (work engagement). Untuk mengantisipasi penurunan keasyikan kerja tersebut, diperlukan suatu konsep yang disebut sebagai self-efficacy. Kegiatan pengabdian masyarakat yang diselenggarakan di Learning Institute X bertujuan untuk memberikan pengetahuan dan pemahaman kepada para pemimpin/supervisor mengenai konsep self-efficacy. Self-efficacy adalah kondisi di mana individu percaya terhadap kemampuannya untuk melakukan dan menyelesaikan tugas/pekerjaannya. Individu dengan self-efficacy yang tinggi, yakin bahwa ia mampu menyelesaikan tugas/pekerjaan hingga mampu mencapai target yang diharapkan. Dengan adanya self-efficacy, para pemimpin/supervisor diharapkan tetap asyik dalam bekerja, hingga tetap menjadi panutan dan contoh yang baik bagi karyawan/bawahannya.

BAGAIMANA MENJADI PEMIMPIN YANG TRANSFORMASIONAL SELAMA DAN SETELAH COVID-19?: MENINGKATKAN KEASYIKAN DALAM BEKERJA P. Tommy Y.S. Suyasa; Mirda Sari Ningtyas Dara Pertiwi; Vallerie Meijer
PROSIDING SERINA Vol. 2 No. 1 (2022): PROSIDING SERINA IV 2022
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

Artikel ini bertujuan untuk meningkatkan pengetahuan, pemahaman, dan keterampilan para supervisor di Mitra X agar memiliki karakter transformational leadership. Transformational leadership adalah perilaku pemimpin yang mampu menjadi panutan dan menginspirasi individu karyawan dibawahnya. Empat karakter transformational leadership adalah intellectual stimulation, inspirational motivation, individualized consideration, dan idealized influence. Karakter transformational leadership dapat membantu staf dan karyawan agar mendapatkan potensinya yang maksimal, yang ditunjukkan dengan perilaku kerja penuh semangat (vigor), penuh dedikasi (dedication), dan larut dalam bekerja (absorption). Dalam artikel ini, ketiga indikasi diistilahkan sebagai keasyikan bekerja (work engagement). Penulis sengaja menggunakan istilah keasyikan bekerja, dibandingkan dengan istilah keterikatan kerja, untuk menunjukkan bahwa work engagement adalah suatu kondisi kerja positif yang memberikan kesejahteraan dalam bekerja. Sasaran dari kegiatan PkM adalah para supervisor yang berjumlah 40 orang serta sudah memiliki pengalaman kerja dan memiliki tim dalam bekerja dapat memotivasi dan mendorong para staf atau bawahan mencapat tujuan dan target kerja.

Co-Authors Agung, Nicolette Kevin Rose Albertha Haga Ciptaningtyas Alexander Abraham Daeng Kuma Amadeus, Felix Amala Fahditia Angelina Alvina Ayuprilani Appulembang, Yeni Anna Ariyanti, Tita Aulia Aurelia S. Djuanto Bonar Hutapea Cecilia Tiara Putri Debora Basaria Dewi, Fransisca I. R. Dian Ardianti Dinah Kartana Djuanto, Aurelia S. Fahditia, Amala Fakkar, Elisabeth Juliarti Felita Oktaviani Felita Oktaviani Felycia Klaviera Mulyana Florencia Irena Florensia Louhenapessy Fransisca I. R. Dewi Fransisca Iriani Dewi Goodman, Wayne K. Hanna Christina Uranus Harsoyo, Tania Talitha Hartanto, Steffi Hayfatunisa, Gea I Made Budiana Ignatius Roni Setyawan Indarji, M Kharis Agung Irkas, Adhwa Umniyyah Danur Ismoro Reza Prima Putra Jap Tji Beng Jaya, Edo S. Jessica Jessica Jessica Jessica Jessyca Jessyca Jessyca, Jessyca Joyce Natalia Setiawan Kevin Djasa Lahdji, Mona Lie, Daniel Lie, Daniel Lilies Nuraini Linda Wati Lukas Juliano Luthfiyah, Sahla Ikhlasul Maghfira, Naya Astri Mar'at, Samsunuwijati Masita, Danny Mirda Sari Ningtyas Dara Pertiwi Mona Lahdji Mulyatri, Lydia Mutiara, Raden Naomi Margaretha Hutahaean* Naomi Soetikno Nurbani, Anna Nurcintame, Nydia Putri Nurul Husna Oktaviani, Felita Puspa Putri Sajuthi Putri, Angiza Ananda Rae, Olivia Beatrix Rahaditya, R. Raja O. Tumanggor Rasai Tumcala, Gabi Manuru Riana Sahrani Riska Umami Lia Sari Rita Markus Idulfilastri Rizki Dwi Prasetya Sagunda Nur F, Valentin Sari, Meylisa Permata Sartika Zumria Sebastiaan Rothmann Sihotang, Fitriana Nursinta Siti Djauharoh Stephanie Angelina Stephanus Arbi Setyastoro Storch, Eric A. Suci Fadhla Hasanah Sugiarto, Winoto Tardy, Giovanni Christine Taruman, Evangel Chloe Theresia Meirosa Purba Ticoalu, Christiana L. Tumanggor, Raja O. Tumanggor, Raja Oloan Vallerie Meijer Venesia, Venesia Wibisono Ghany Fitriadi Wijaya, Erik Yenike Margaret Isak Yuliana Yuliana Yunita Christiana Zamralita Zamralita

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